Career Development Mba Project

REASEARCH METHODOLOGY
Research Methodology is a scientific and systematic way to solve research problems

researcher has to design his methodology i.e. in addition to the knowledge of methods or
techniques; he has to apply the methodology as well. The methodology may differ from
problem to problem. In carrying out a survey relating to the research, we should first
select the problem and study its implications in different areas. Selection of the research
problem should be in line with the researcher interest, chain of thinking and should have
some direct utility. It should also have practice; feasibility.
The Research Process

Define the problem and
research objectives.
Develop the research plan.
Collect the information.
Analyze the information.
Present the findings.
Make the decision
NARAYANA INSTITUTE OF MANAGEMENT
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METHODOLOGY OF THE STUDY

After having identified the problem as the effectiveness of Career Planning and
Development programme for the employees of Dr Reddys Lab, it was decided to
conduct a descriptive research to find out the same. Sufficient suitable data collection
was done. It was decided to under take a personal survey on the issue.
As a tool for primary data collection a structured non-disguised questionnaire was
prepared keeping in mind the objectives of the research.
A sample of 100 employees from the departments of (R&D, AR&D, ESD, QC,
WH and PROD MAINTAINCE).were chosen as sample to be interviewed. The details of
the employees to be interviewed were taken from the employees register organizations
human resource department. The employees were approached in the working hours and
interviewed as per the questionnaire. This way the whole of 100 employees were
interviewed within period of two weeks.
After the completion of the survey the collected data was tabulated, analyzed,
interpreted and the percentages were calculated and the main tables were drawn. Then the
respective bar, pie charts were used to illustrate the data. And the final inferences were
made for each of the question. Base on these inferences recommendations were made and
research was concluded.
Objective of the study
The objective of the present study is to obtain an insight into the career planning
and development system of Dr.Reddys laboratories.
To study the opinions of the employees and management regarding this system.
To understand the existing system, its procedure and limitations.
To identify the areas of improvement and suggest measures.
Need for the study:

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The project, which has been done, will help the organization immensely in locating any
drawback in the present system and provides opportunity to implement effective career
planning and development system.
Research design:
The current research is a Descriptive Research.
Sample design:
Details of population.
The study was conducted only conducted only on the officer/non-officer staff of Dr
Reddys lab Hyderabad, consisted of 1580 employees.
Population frame:
The data was collected from company employees rosters and registers etc.
Sampling unit:
It represents the total population of officers/ non-officers staff that consists of 580
employees of Dr.Reddys lab, Hyderabad. Out of which the sample was taken.
Sampling Size:
A sample of 100 employees has been selected from officers/ non-officers employees from
different departments (R&D, AR&D, ESD, QC, WH and PROD MAINTAINCE).
Data collection source:
Secondary data sources:
The secondary data source used for the study includes company policies,
textbooks.
Primary data sources:

The primary data sources used for the study includes a questionnaire and personal
interviews. A well-structured schedule had been administered for collecting data
from the employees.
Data analysis:
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The data collected through various sources had been analyzed and interpreted using
statistical tools like tabulation of data and bar graphs.
Period of study:
Duration of the study was 10 weeks.
Limitations:
Due to constraints of time and many other resources the study is confined to the
employees of Dr.Reddy Laboratories Ltd.jeedimetla unit, Hyderabad only.
The study is based on the opinions expressed where there is a great tendency for
fluctuations in response and behavior, which can lead to certain distortions.
There may be a scope for bias in the response of the employees this may be due to
various institutional factors, which are out of our study. So this can be considered
as suggestive report rather than authenticated one.
The questionnaire method carries with it certain inherent limitations, which have
to be considered.
The sample size being small could not consider everybodys views, which carries
with it certain sampling errors.
As the duration of the study was short the opinions of most of the employees have
not been collected.
Some of the columns being left blank by the employees
INDUSTRY PROFILE
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The Indian Pharmaceutical Industry today is in the front rank of Indias science based
industries with wide ranging capabilities in the complex field of drug manufacture and
technology. A highly organized sector, the Indian Parma industry is estimated to be worth
$ 4.5 billions growing at about 8-9 percent annually. It ranks very high in the Third
world, in terms of technology, quality and range of medicines manufactured. From simple
headache pills to sophisticated antibiotics and complex cardiac compounds, almost every
type of medicine is now made indigenously.
Playing a key role in promoting and sustaining development in the vital field of
medicines, Indian Parma Industry boasts of quality producers and may units approved by
regulatory authorities in USA and UK. International companies associated with this
sector have stimulated, assisted and spearheaded this dynamic development in the past 53
years helped to put India on the Pharmaceutical map of the world.
The Indian Pharmaceutical sector is highly fragmented with more than 20,000 registered
units. It has expanded drastically in the last two decades. The leaking 250 Pharmaceutical
companies control 70% of the market with market leader holding nearly 7% of the
market share. It is an extremely fragmented market with severe price competition and
government price control.
The pharmaceutical industry in India meets around 70% of the countrys demand for bulk
drugs, drug intermediates, pharmaceutical formulations, chemicals, tablets, capsules,
orals and injectibles. There are about 250 large units and about 8000 small scale units,
which form the care of the pharmaceutical industry in India (including 5 central public
sector units.). Therese units produce the complete range of pharmaceutical formulations,
i.e., medicines ready for consumption by patients and about 350 bulk drugs, i.e.,
chemicals having therapeutic value and used for production of pharmaceutical
formulations.
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Technology strong and totally self-reliant, the pharmaceutical industry in India has low
costs of production, low R & D costs, innovative scientific man power, strength of
national laboratories and on increasing balance of trade.
THE GROWTH SCENARIO
Indias US $ 3.1 billion pharmaceutical industry is growing at the rate of 14 percent per
year. It is one of the largest and most advanced among the developing countries.
Over 20,000 registered pharmaceutical manufacturers exist in the country. The domestic
pharmaceuticals industry output is expected to exceed Rs.360 billion in the financial year
2005, which accounts for merely 1.8% of the global pharmaceutical sector of this bulk
drugs will accounts for Rs 77 billion (21%) and formulations, the remaining 283 billion
(79%). In financial year 2004 imports were Rs. 30 billion while exports were Rs. 107
billion.
STEPS TO STRENGTHEN THE INDUSTRY
Indian companies need to attain the right product mix for sustained future growth. Core
competencies will play an important role in determining the future of many India
pharmaceutical companies in the post product patent regime after 2005.
Indian
companies, in an effort to consolidate their position, will have to increasingly look at

merger and acquisition options of either companies or products. This would help them to
offset loss of new products options, improve their R & D efforts and improve distribution
to penetrate markets.
Research and development has always taken back seat amongst Indian Pharmaceutical
Companies. In order to stay competitive in the future, Indian companies will have to
refocus and invest heavily in R & D.
The Indian pharmaceutical industry also needs to take advantage of the recent advances
in biotechnology and information technology.
The future of the industry will be
determined by how well it market its products to several reasons and distributes risks, its
forward and backward integration capabilities, its R & D, its consolidation through
mergers and acquisition, co-marketing and licensing agreement.
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COMPANY PROFILE
Dr. Reddys Laboratories Ltd. is global pharmaceutical company with proven
research capabilities. Having chosen the path of discovery and innovation in health
science its inception in 1984.
The Company is vertically integrated with a presence across the pharmaceutical value
chain; producing and delivering safe, innovative, high quality finished dosage forms,
active pharmaceutical ingredients and biotechnology products, which are marketed
globally.
The Company conducts research in the areas of cancer, diabetics, cardiovascular,
inflammation and bacterial infection. Its drug discovery effort is carried out at state-artof-the-art research facilities in Atlanta, USA and in Hyderabad, India.
Dr.Reddys is focused on innovation, which is the key for the transition to being a
discovery- based global pharmaceutical company. The Companys research pipeline
currently has 4 molecules in clinical development and 3 molecules in pre-clinical
development. It has also built significant intellectual property and field 75 patents with
the USPTO, 76 patents with the PCT and has been granted 40 patents by the USPTO.
Dr.Reddys is the first Indian Company to out-license a molecule for clinical trials to
Novo Nerdish the world leader in diabetes.
Bulk activities, branded formulations and generic formulations are exported to over
100 countries including US, Europe, Russia. Dr. Reddys finished dosages have an
enviable track record. Some such as Nise, Omez, Enam, Stamlo, Stamlo Beta and
Ciprolet are among the top brands in India, and many have become household names in
developing countries also. Dr.Reddys generics formulations have also become popular in
quality conscious regulated markets such as the US and Europe. The Companys bulk
drugs, such as Norfloxacin, Ciprofloxacin and enrofloxacin, enjoy a large customer base
worldwide.
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Dr.Reddys follows the stringiest quality control procedures in its facilities so that its
products are safe and efficacious and endeavors to go beyond world class standards of
excellence.
The Companys system of values, in which values such as excellence and integrity,
transparency and honesty, collaboration and teamwork are part of the essential DNA of
the company, ensure that the highest standards of quality are maintained in all its
activities to delight its customers.
Harmony and Social responsibilities are values which Dr.Reddys lives by. It is an
objective to make a difference to the communities, in which the Company lives and
works. Being environmentally friendly and implementing sustainable environmental
controls is part of the commitment.
Social incentives are conducted through the Dr.Reddys Foundation for Human and
Social Development. The foundation has been successful in developing self-sustainable
social development models by forging partnerships between funding organisations,
governmental bodies, companies, business leaders and individuals.
DR.REDDYS VISION:
To become a discovery-led global pharmaceutical company.
Dr.Reddys will achieve this vision by building:
Workplaces that will attract, energize and help retain the finest talent available.
An organizational culture that is relentlessly focused on the speedy translation of
scientific discoveries into innovative products that make a significant difference in
peoples lives.
A global marketing organization that understands and responds to the needs of the
customer.
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DR.REDDYS CORE PURPOSE:

DR.Reddys Core Purpose is to help people lead healthier lives.
DR.REDDYS VALUES:
Excellency: They strive for excellency in everything we think, say and do.
Quality: They are dedicated to achieving the highest levels of quality in everything
they do to delight customers, internal & external, every time.
Respect for the Individual: They uphold the self esteem and dignity of each other by
creating an open culture conductive for _expression of views and ideas irrespective of
hierarchy.
Innovation & Continuous Learning: They create an environment of innovation &
learning that fosters, in each one of them, a desire to excel and willingness to experiment.
Collaboration & Teamwork: They seek opportunities to build relationships and
leverage knowledge, expertise and resources to create greater value across functions,
businesses and locations.
Harmony & Social Responsibility: They take utmost care to protect The natural
environment and serve the communities, in which they live and work.
Their business practices are guided by the highest ethical standards of truth,
integrity and transparency.
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DR.REDDYS SOCIAL INITIATIVES:

Genesis:
Dr.Reddys foundation for Human and Social Development was founded on 19th
October 1996 out of a social responsibility of Dr.Reddy, a scientist and a successful
entrepreneur.
Dr.Reddys guarantees the core support for the Foundations administrative support
and core staff expenses Laboratories apart from a commitment for 30% of all the program
support venture funding of projects that are to be scaled up. The approach is to identify
programs that would make a significant difference to the quality life of a large number of
people in the community and assume responsibility for it until the program becomes selfsustaining.
Program of the Foundation:
The programs of the Foundation operate at four levels all addressing the issues related
to urban poverty and sustainable livelihoods towards self-development:
Developing new, sustainable community based models and enabling its own
models of reach scale.
Supporting models of other agencies and helping these achieve scale.
Support programs developed in collaboration with other business groups.
These models include projects that corporate and business houses have taken up as
their social responsibility.
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Core Programs:
The core programs of the Foundation include:
Child and Police (CAP) Project.
Livelihood Advancement Business School (LABS).
Small Grants Program.
Change Makers Club.
Micro Finance Entrepreneurs (MFE) Fellowship supports Program.

DR.REDDYS STRATEGIC BUSINESS UNITS:
Their business strategic units are-
Branded Finished Dosage.
Generic Finished Dosage.
Bulk Activities.
Custom Chemicals.
Biotechnology
Diagnostics.
Critical care.
Discovery Research.
Branded Formulation:
The branded formulations business has evolved from an Indian market player to a
global organization. Starting with brand on its own formulations, it has grown through
brand and company acquisitions, a valuable product mix, distribution strength and
therapeutic area focus to become one of the countrys largest players.
The figures from Rs.4.7 million in 1987 to Rs.6.057 million in 2002. In addition
alliances and joint ventures have helped rapidly grow its international operations, which
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are key to its move up the value chain; Dr.Reddys branded formulations are marketed in
countries across Russia, Latin America, South Asia, China and Africa.
Arun is a silver medallist, MBA from International Management Institute, New
Delhi and has a Bachelors degree in Commerce from Sydenham College of Commerce
and Economics, Mumbai.
Arun has attended the European Generics Conferences in London in 1994, 1995
and 1996, and various Alliance Management Programs conducted by internationally
renowned experts.
Mr. Saumen Chakraborty:

Mr. Saumen Chakraborty has over 20yrs of experience in strategic and operational
aspects of management, as a management consultant, line manager and a HR facilitator,
with diverse portfolios such as Senior Manager (Finance & Accounts) in Eicher, and Vice
President (Operations) in Techumseh, in previous assignments.
He had played a very significant role in the evolution of Dr.Reddys having
championed a number of world-class human resource initiatives, which helped to
transform the company into one of the most respected employers in the country and a
great place to work.
A member of various industry for including the CII and the National HRD
Network, Saumen graduated with honours as the University topper from Viswa-Bharati
University in Physics, and went on to pursue management from IIM, Ahmedabad. He
represented his university in various sports and captained the university football and
volleyball teams.
DR.REDDYS MILESTONES:
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2005: (Future Prospects)

As per WTO, from the year 2005, India will grant product patent recognition to
all new chemical entities (NCE) i.e., bulk drugs developed then onwards. The Indian
Government, decision to allow 100% foreign direct investment into the drugs and
pharmaceutical industry is expected to aid the growth of contract research in the country.
Technology transfer to 100% Indian Subsidiaries of MNC is expected only in 2005.
Indian pharmaceutical interests in making a mark on the global scene got a boost when
Dr.Reddys licensed two of its anti-diabetic molecules to Novo Nordisk and when
Ranbaxy licensed its Novel Drug Delivery System (NDDS) of Ciprofloxacin to Bayer.
MNCs in India faced the problem of having a very high DPCO coverage, weakening
their bottom lines as well as hindering their growth through the launch of new products.
DPCO coverage is expected to be diluted further in the near future benefiting the MNCs.
New legislation is also expected in the OTC segment increasing the number of brands in
the Over the Counter (OTC) segments. The Indian pharmaceutical industry is also getting
increasingly in US.
2004:
In this year, Rotary Club Presents Vocational Excellence award to Dr. Anji Reddy
for launching Redotil (racecadotroil), the first anti-hypersecretory agent for the
management of acute diarrhea in India. It also launched Dutas for treatment of enlarged
prostate on April 19th.
2003:
Withdraws pediatric dosage of Nimuselide from the market. Launches Ibuprofen first product under Dr.Reddy's label in the U.S. market.
2002:
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Dr.Reddy's makes the first overseas acquisition of BMS Laboratories Ltd. And
Meridian Health Care, UK.
2001:
On April 11th, Dr.Reddy's becomes the first Asia Pacific Pharmaceutical
Company, outside Japan, to list on the New York Stock Exchange.
It out licenses DRF 4158 to Novartis for up to US $55 million up front. It is a
milestone payment for specific clinical and regulatory endpoints.
Dr.Reddy's is the first Indian Pharmaceutical Company to obtain 180-day
exclusive marketing rights for a generic drug in the US market with the launch of
Fluoxetine 40mg capsules on August 3rd, 2001.
2000:
Dr.Reddy's becomes India's third largest pharmaceutical company with the merger
of Cheminor Drugs Ltd., and the acquisition of American Remedies Ltd. Reddy US
Therapeutics, a wholly owned subsidiary, is set up in the US.
1999:
Dr.Reddy's acquires Chennai-based American Remedies Ltd.
1998:
Dr.Reddys licenses anti-diabetic molecule, DRF2725, to Novo Nordisk.
1997:
The Co., licenses anti-diabetic molecule, DRF2593, to Novo Nordisk. First
ANDA file.
1994:
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Makes GDR issue of US $48 million when the foundation stone was laid for a
generic formulations facility to cater to highly regulated markets.
1993:
Dr.Reddys Research Foundation is established and becomes operational.
1990:
Dr.Reddys, for the first time in India, exports Norfloxacin and Ciprofloxacin to
Europe and Far East.
1988:
Dr.Reddy's acquires Benzex Laboratories Pvt. Ltd. to expand its Bulk Activities
Business.
1987:
Dr.Reddy's obtained its first USFDA approval for Ibuprofen and started
formulations operations.
1986:
Dr.Reddy's goes public.
1986:
Dr.Reddy's enters international market with exports of Methyldopa.
1984:
Dr.Reddy's is established with an initial capital of Rs.25 lakhs.
DR.REDDY'S SOCIAL INTIATIVE:
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Genesis:
Dr.Reddy's Foundation for Human and Social Development was founded on 19th
October 1996 out of a sense of social responsibility of Dr.Reddy's a scientist and a
successful entrepreneur.
Dr.Reddy's guarantees the core support for the Foundations administrative
support and core staff expenses Laboratories apart from a commitment for 30% of all the
program support venture funding of projects that are to be scaled up. The approach is to
identify programs that would make a significant difference to the quality of a large
number of people in the community and assume responsibility for it until the program
Product profile
Dr. Reddy's, bank on the strength of their products. Not only are they the logical
results of their efforts, they are also the means of achieving their end purpose of
helping people lead healthier lives. Products are the only aspect of their
pharmaceutical value chain, which directly touch peoples lives.
Their discovery centric philosophy, along with internationally ratified facilities,
enables them manufacture a range of products that are known for their quality
and efficacy. Dr. Reddys product portfolio spans an impressive mix of Active
Pharmaceutical Ingredients, Generics and Branded Formulations as well as
Biologics.
DMF
Drug Master File
European
EDMF Master File
Product Name
Drug
CEP
Certificate
suitability
of
ROW Rest of the World
Therapeutic Area
US
DMF
Available
Unavailable
Canadian PMF
EDMF
CEP
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Abacavir Sulphate Anti Viral
Alendronate
Sodium
Others
Amlodipine
Besylate
Anti Hypertensive
Amlodipine
Maleate
Anti Hypertensive
Aripiprazole
Anti Psychotic
Atomoxetine HCI
Anti Depressant
Atorvastatin
Calcium
Cardiovasculars
Azithromycin
Dihydrate
Anti Bacterial
Bicalutamide
Others
Carisoprodol
Muscle Relaxant
Carvedilol
Anti Hypertensive
Celecoxib
Anti Inflammatory
Cetirizine HCI
Anti Histaminic
Chlorpheniramine
Anti Histaminic
Maleate
Chlorzoxazone
Muscle Relaxant
Cinitapride
Gastroprokinetic
Ciprofloxacin
Anti Bacterial
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Ciprofloxacin HCl
Anti Bacterial
Cis Lactam
Others
Cisapride
Monohydrate
Gastroprokinetic
Clopidogrel
Bisulphate
Cardiovasculars
Clotrimazole
Anti Fungal
Danofloxacin
Mesylate
Anti Bacterial
Dextromethorphan Anti Tussives
Dextromethorphan
Anti Tussives
HBr
Diclofenac Sodium Anti Inflammatory
Diltiazem HCl
Anti Hypertensive
Disodium
Pamidronate
Bone Resorption Inhibitor
Dobutamine
Cardiovasculars
Domperidone
Anti Emetic
Domperidone
Maleate
Anti Emetic
Donepezil HCl
Nootropic
Doxazosin
Mesylate
Anti Hypertensive
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Dutasteride
Enalapril Maleate
Anti Hypertensive
Enalaprilat
Anti Hypertensive
Enrofloxacin
Anti Bacterial
Escitalopram
Oxalate
Anti Depressant
Esmolol HCL
Anri Arrhythmic
Esomeprazole Mg Anti Ulcerant
Esomeprazole
Pellets 8.5%
Anti Ulcerant
Ethambutol
Anti Bacterial
Ezetimibe
Antihyperlipoproteinemic
Famotidine
Anti Ulcerant
Fexofenadine HCL Anti Histaminic
Finasteride
Others
Fluconazole
Anti Fungal
Fluoxetine HCl
Anti Depressant
Galantamine
Anti Psychotic
Gatifloxacin
Anti Bacterial
Glimepiride
Anti Diabetic
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Ibuprofen
Anti Inflammatory
Irbesartan
Anti Hypertensive
Itraconazole
Pellets
Anti Fungal
Itraconazole
Powder
Anti Fungal
Ketoconazole
Anti Fungal
Ketoprofen
Anti Inflammatory
Ketorolac
Tromethamine
Anti Inflammatory
Lamivudine
Anti Viral
Lamotrigine
Anti Convulsant
Lansoprazole
Anti Ulcerant
Lansoprazole
Pellets
Anti Ulcerant
Levetiracetam
Anti Convulsant
Levofloxacin
Hemihydrate
Quinolone
Lomefloxacin
Anti Bacterial
Loperamide
Anti Diarrheal
Loratadine
Anti Histaminic
Losartan
Anti Hypertensive
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Potassium
Meloxicam
Anti Inflammatory
Mesalamine
Anti Inflammatory
Methyl Dopa
Hypotensive
Metoprolol
Succinate
Anti Hypertensive
Montelukast
Anti Asthmatic
Mosapride
Gastroprokinetic
Moxifloxacin HCl
Anti Bacterial
Naproxen
Anti Inflammatory
Naproxen Sodium Anti Inflammatory
Naratriptan
Anti Migraine
Nateglinide
Anti Diabetic
Nimesulide
Anti Inflammatory
Nizatidine
Anti Ulcerant
NMSM (1-Methyl
Amino 1-Methyl
Thio 2Nitroethene)
Others
Norfloxacin
Anti Bacterial
Ofloxacine
Anti Bacterial
Olanzapine
Anti Psychotic
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Omeprazole
Anti Ulcerant
Omeprazole
Magnesium
Anti Ulcerant
Omeprazole
Pellets
Anti Ulcerant
Omeprazole
Sodium
Anti Ulcerant
Ondansetron
Anti Emetic
Ondansetron HCl
Anti Emetic
Ornidazole
Anti Infective
Oxaprozin
Anti Inflammatory
Oxcabazapine
Anti Convulsant
Pantaprazole
Sodium
Anti Ulcerant
Pefloxacin
Anti Bacterial
Pioglitazone HCl
Anti Diabetic
Propofol
Anesthetic
Pyrazinamide
Anti Bacterial
Quetiapine
Fumarate
Anti Psychotic
Quinapril
Anti Hypertensive
Rabeprazole
Anti Ulcerant
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Sodium
Raloxifene HCl
Anti Osteoporotic
Ramipril
Anti Hypertensive
Ranitidine HCl
Anti Ulcerant
Repaglinide
Anti Diabetic
Risperidone
Anti Psychotic
Rivastigmine
Nootropic
Rofecoxib
Anti Inflammatory
Ropinirole HCI
Anti Parkinsonian
Rosiglitazone
Maleate
Anti Diabetic
Rosuvastatin
Anti Lipemic
S + Ibuprofen
Others
Salbutamol
Sulphate
Anti Asthmatic
Salmeterol
Xinafoate
Bronchodilator
Setraline HCL
Anti Depressant
Sibutramine Hcl
Others
Sildenafil Citrate
Others
Sparfloxacin
Anti Bacterial
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Sulfamethoxazole Anti Bacterial
Sulindac
Anti Inflammatory
Sumatriptan
Succinate
Anti Migraine
Tadalafil
Others
Tamsulosin
Anti Hypertensive
Terazosin Dihyd
Anti Hypertensive
Terazosin HCl
Anti Hypertensive
Terbinafine HCl
Anti Fungal
Terbutaline Sulfate Bronchodilator
Ticlopidine HCl
Anti Thrombotic
Tizanidine HCl
Anti Inflammatory
Tolteridone
Tartrate
Others
Topiramate
Anti Convulsant
Trandolapril
Anti Hypertensive
Trimethoprim
Anti Bacterial
Valsartan
Anti Hypertensive
Venlafaxine HCI
Anti Depressant
Zaleplon
Others
Ziprasidone
Anti Psychotic
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Zolpidem Tartrate
Others
Zonisamide
Anti Convulsant
Zopiclone
Others
SWOT Analysis
A SWOT analysis stands for strengths, weaknesses opportunities, and Threats and is a
simple and powerful way to analyze the companys present marketing situation.
The SWOT Analysis has been a useful tool for industry. The process of utilizing the
SWOT approach requires an internal survey of strengths & weaknesses of the programme
and an external survey of threats and opportunities.
Strength:
What company does exceptionally well?
What advantages company has?
What valuable assets and resources company has?
What do members or customers identify as company strengths?
Company Strengths:
They have excellent product mix, stringent quality control, a committed marteing,
manufacturing and R&D team.
Being the first pharmaceutical company from Asia pacific (outside Japan) to be
listed on the New York Stock Exchange (on April 11, 2001) is only one among
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them. And as always, Dr. Reddys chose do it in the most difficult of

circumstances against widespread skepticism.
Dr. Reddys started its drug discovery program in 1993 to shift Indian industries
image from being known as copycats to innovators.
Leveraging on its Low cost, high intellect advantage. Foraying into new
markets and new business. Taking on new challenges and growing stronger and
more capable. Each failure and each success renewing the sense of purpose and
helping the company evolve.
They are dedicated to achieving the highest levels of quality in everything they do
to delight customers, internals and external, every time.
They create an environment of innovation and learning that fosters, in each one of
them, a desire to excel and willingness to experiment.
They have manufacturing units in Hyderabad and Goa which comply with GMP
standards laid down by the world health organization.
Weakness:
What could company do better?
What is company criticized for or receive complains about?
Where is company vulnerable?
Company Weaknesses
Lack of penetrating power with in the state due to insufficient medical

representatives.
Lack of sufficient sponsorship activities.
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Too many products causing difficulty in brand recall among doctors in the local
markets.
Attrition rate is high.
Opportunities
What opportunities company know about ?
Are there emerging trends on which company can capitalize?
Company Opportunities
In India, the pharma industry will continues to grow with people becoming more
and more health conscious compared to the scenario existing two decades ago.
Karnataka and Andhra Pradesh are emerging as major states in pharmaceutical

manufacturing and marketing. Andhra Pradesh contributes about 8% of the
company countrys export turnover. The pharma industry in Andhra Pradesh as
developed and established a very good reputation in the market for its qualities.
Now that the government has decided to lay emphasis on R & D, there will be
good scope for development of pharmaceutical companies.
Threats
Are any of companys weaknesses likely to make with critically vulnerable?
What external road locks exist that block companys progress?
Are the competitors or quasi competitor doing anything different?
Is there significant change coming in companys member sector?
Is technology dramatically changing the sector and service to it?
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Are economic conditions effecting companys financial viability?
Companys Threat
The top most concern for drug units in Andhra Pradesh and the country today are
over regulations by the DPCO rules. Though the government has discussed
rationalizing the price control policy, effective steps are yet to be taken to clear
the problem.
Having found the pharmaceutical industry profitable many companies are

entering into it, thereby increasing the competition in the market.
Prevalence of strong competitor in the market.
Data analysis:
The data collected through various sources had been analyzed and interpreted using
statistical tools like tabulation of data and bar graphs.
Period of study:
Duration of the study was 10 weeks.
Limitations:
Due to constraints of time and many other resources the study is confined to the
employees of Dr.Reddy Laboratories Ltd.jeedimetla unit, Hyderabad only.
Page 28
The study is based on the opinions expressed where there is a great tendency for
fluctuations in response and behavior, which can lead to certain distortions.
There may be a scope for bias in the response of the employees this may be due to
various institutional factors, which are out of our study. So this can be considered
as suggestive report rather than authenticated one.
The questionnaire method carries with it certain inherent limitations, which have
to be considered.
The sample size being small could not consider everybodys views, which carries
with it certain sampling errors.
As the duration of the study was short the opinions of most of the employees have
not been collected.
Some of the columns being left blank by the employees
Introduction to career planning & development:
Definition of career: It can be defined as a sequence of positions occupied by a person

during the course of a lifetime.
Individual versus Organizational Perspective:

Organization career development:
From an organization or managerial standpoint, career development involves tracking
career paths & arranging for Training & Developing program so that
organizational needs are fulfilled.
Page 29
Individual career development:

Individual career development focuses on assisting individuals to identify their major
career goals and to determine what they need to do to achieve their goals.
Career Development Versus Personnel Development:

Career Development:
It looks at the long-term career effectiveness and success of organizational personnel.
Personnel Development:
Individuals career development in the organization should be compatible with employee
training and management development efforts. But a successful career program should
look toward developing people for the long-term needs of the organization and be capable
of dealing with the dynamic changes that will take place, over time, in attempting to
match individual abilities and aspirations with the needs of the organization.
Purpose of career planning &development:

The following are the several positive results that can accrue from a well-designed career
development program:
Ensuring Needed Talent: career development efforts are consistent with, and a
natural extension of, human resource planning. Changing staff requirements over
the intermediate and long term should be identified in human resource planning.
Working with individual employee to help them better aligns their needs and
aspirations with those of the organization will increase the probability that the
right people will be available to meet the organizations changing staffing
requirements.
Assisting in attracting and retaining personnel: out standing employees will

always be scarce, and they usually find there is considerable competition to secure
their services. Such individuals may give may give preference to employers who
Page 30
demonstrate a concern for their employees future. As more and more people seek
jobs that offer challenge, responsibility, and opportunities for advancement,
realistic career planning becomes increasingly necessary.
Ensuring growth opportunities for all employees: ensures that minorities and
women get opportunities for growth and development. Furthermore, the courts
frequently are looking at an organizations career development efforts with these
groups in ruling on discrimination suits.
Reduces employee frustration: As the educational level of the work force has
risen, so have its occupational aspirations. Career counseling can result in more
realistic, rather than raised, employee expectations.
Career stages:
Career and life stages are closely related as both are linked to age and cultural norms.
Careers can be analyzed based on the career stages. There are five career stages through
which most of us gone through or will go through.
Exploration: exploration is a career stage that usually ends in ones mid twenties
as one makes the transition from college to work. This stage has the least
relevance form the organizational point of view as it happens prior to
employment.
Establishment: it is a career stage in which one begins to search for work. It

includes getting ones first job. It takes many years to search for a right job. The
problems of this stage include making mistakes, learning from those mistakes and
assuming increased responsibilities.
Page 31
Mid-career Stage: this stage is marked by a continuous improvement in

performance, leveling off in performance or the start of deterioration in
performance. Remaining productive at work is a major challenge of career at this
stage. Some employees reach their goals at the early stage and go on to even
higher heights. These employees are climbers. Maintenance as another possible
outcome. These employees are plateaued, not failed. These employees are
technically competent and no longer as ambitious as the climbers.
Late career: Career stages in which one is no longer learning about his or her job.
He is also not expected to trying to do out do his/her levels of performance from
previous years. This stage is usually a pleasant stage. The employee enjoys
playing a part of the elder statesperson. the employee can rest on his laurels and
gain the respect of younger employees
Decline stage: This is the final stage of ones career, usually marked by
retirement. It is the hard stage for those who have achievements in the earlier
stages. After decades of continuous success and achievements, one has to retire
form the service.
Process of Career Planning and Development:

Steps in Career Planning and Development include:
Analysis of individual skills, knowledge, abilities, aptitudes etc.
Analysis of career opportunities both within and outside the organization.
Analysis of career demands on the incumbent in terms of skills, knowledge,

abilities, aptitude etc., and in terms of qualifications, experience and training
received etc.
Relating specific jobs to different career opportunities.
Establishing realistic goals both short-term and long-term.
Formulating career strategy covering areas of change and adjustment.
Preparing and implementing action plan including acquiring resources for

achieving goals.
Page 32
Steps Involved in Establishing a Career Development System:

There are four steps in establishing a career development system.
Step 1: Needs: This step involves in the conducting a needs assessment as a

training programme.
Step 2: Vision: The needs of the career system must be linked with the
interventions. An ideal career development system known as the vision links
the needs with the interventions.
Step 3: Action plan: An action plan should be formulated in order to achieve

the vision. The support of the top management should be obtained in this
process.
Step 4: Results: Career development programme should be integrated with

the organizations on-going employee training and management development
programmes. The programme should be evaluated from time to time in order
to revise the programme.
Limitations of career planning and development:
Dual Career Families: with the increase in career orientation among women,
number of female employees is on increase. With this the dual career families
have also been on increase. Consequently. One of those family members might
face the problem of transfer. This has become a complicated problem to
organizations. Consequently other employees may be at disadvantage.
Low Ceiling Careers: some careers do not have scope for much advancement.
Employees cannot get promotions despite their career plans and development in
such jobs.
Page 33
Declining Career Opportunities: career opportunities for certain categories

reach the declining stage due to the influence of the technological or economic
factors.
Further, interaction of career issues with the issues of life stages of the employee
and his family, changing needs of employee throughout his life cycle complicate
the career issues.
Downsizing/Delayering and Careers: business process reengineering,

technological changes and business environmental factors force the business firms
to restructure the organization by delay ring and downsizing. Downsizing
activities result in fixing some employees, and degrading some other employees.
These activities necessitate the organization to provide training and to provide
climate for job sharing.
Suggestions for Career Development:
Challenging initial job Assignments: There is evidence indicating that

employees who take up initial challenging jobs perform better at later stages.
Dissemination of Career Option Information: mostly employees lack

information about career choices/options. The managers identify career paths and
succession paths. This information should be made available to all employees
concerned.
Job positioning: management should provide job information to employees

through job positioning. For posting the fobs organizations can use bulletin board
displays, company publications, electronic billboards and similar means.
Assessment Center: the assessment centers evaluate the people regarding their
ability to certain jobs. This technique helps to identify the available skills, abilities
and knowledge.
Career Counseling: career counseling helps employees in setting directions,

reviewing performance, identifying areas for so professional growth. The content
of career counseling include:
1. Employees goals, aspirations and expectations with regard to future career,
Page 34
2. The managers views about the future opportunities,

3. Identification of employees attempts for self-development.
Career Development Workshops: managements should conduct career

development workshops. Their workshops help for resolving misperceptions.
Entry workshops help for orientation and socialization activities. Mid career
workshops help the employees with the same background and length of service.
Late-career workshops are helpful for the employees preparing for retirement,
employees who are frustrated over unfulfilled career goals.
Continuing Education and Training: continuous education and training help the
employees to reduce the possibilities for obsolete skills. In fact, continuous
education and development are highly essential for career planning and
development. Competency-based training approaches are best for career
development.
Periodic Job Changes: in the modern business, the Proverb; rolling stone
gathers no mass has a little relevance. In fact, the rolling stone gathers mass. The
technique of job rotation helps the employees to acquire the organizational
knowledge, and knowledge about different jobs and departments. Ultimately. The
employee gains confidence of working efficiently under any environment. The
periodic job changes offer diverse and expanded range of experiences that the
future job will demand. Thus, this technique prepares the employee for the future
careers.
QUESTIONNAIRE
CAREER PLANNING & DEVELOPMENT
NAME:
DESIGNATION:
Less than 5 yrs
1. How long have you worked at (company).

5-10 yrs
10-15 yrs
More than 15
yrs
Page 35
2. Overall, how satisfied are you with the company you work for?
Dissatisfied
Somewhat
Neutral
Somewhat
Satisfied
Dissatisfied
satisfied
3. Please rate your satisfaction with employee benefits and policies of your
organization.
Not At All
Neither satisfied
Very Satisfied
Satisfied
nor Dissatisfied
Job role
Salary reviews
Adequate
information on
promotion is
provided
Leaves of absence
Health care benefits
Retirement benefits
Grievance handling
4. In my work, I find it easy to apply the training I have received.
Strongly
Somewhat
Neutral
Somewhat
Strongly agree
Disagree
Disagree
agree
5. There are opportunities available for me to develop new skills.
Strongly
Somewhat
Neutral
Somewhat
Strongly agree
Disagree
Disagree
agree
Strongly
Disagree
6. Multi-functional training is available for me.

Somewhat
Neutral
Somewhat
Disagree
agree
Strongly agree
7. Overall, how satisfied are you with the training you received at your present job.
Strongly
Somewhat
Neutral
Somewhat
Strongly agree
Disagree
Disagree
agree
Page 36
8. I have opportunity for career development within (Company).

Strongly
Somewhat
Neutral
Somewhat
Strongly agree
Disagree
Disagree
agree
9. I am encouraged to take the initiative in determining my own career development.
Strongly
Somewhat
Neutral
Somewhat
Strongly agree
Disagree
Disagree
agree
10. I have a good idea about the career opportunities open to me at (Company).
Strongly
Somewhat
Neutral
Somewhat
Strongly agree
Disagree
Disagree
agree
11. Overall, how satisfied are you with your career development within (Company).
Dissatisfied
Somewhat
Neutral
Somewhat
Satisfied
Dissatisfied
satisfied
12. I have a good opinion on the human resource department in company.

Strongly
Somewhat
Neutral
Somewhat
Strongly agree
Disagree
Disagree
agree
13. Career planning and development program at Dr.Reddys laboratory helps to identify
the challenges of the job and prepares for future growth.
Strongly
Somewhat
Neutral
Somewhat
Strongly agree
Disagree
Disagree
agree
Partly
14. How far you think your personal competencies are utilized.
Reasonably
Fully
Neither
15. Would you refer a friend to apply for a fob at this company?
Definitely
Probably
Not sure
Probably not
Definitely not
Page 37
16. What is your opinion about the present career planning &development system of the
company?
Outstanding
Good
Average
Poor
17. What are your suggestions for the management regarding effective career planning &
development programme?
ANALYSIS AND INTERPRETATION

1) How long have you worked at (company)
Respondents
Percentage
Less than 5 yrs
27
27%
5-10 yrs
20
20%
10-15 yrs
46
46%
More than 15 yrs
7%
TOTAL
100
100%
Page 38
46%
7%
Less than 5 yrs

5-10 yrs
10-15 yrs
27%
More than 15 yrs
20%
Interpretation:
It is found that most of the employees have 10-15 years of experience; and other has less
than 5 years of experience.
2) Overall, how satisfied are you with the company you work for?
Respondents
Percentage
Very Dissatisfied
0%
Somewhat dissatisfied
4%
Neutral
35
35%
Somewhat satisfied
44
44%
Very satisfied
17
17%
TOTAL
100
100%
Page 39
Very Dissatisfied
17%
0%
4%
Somewhat
Dissatisfied
Neutral
44%
Somewhat satisfied
35%
Very satisfied
Interpretation:
Though most of the employees are satisfied with the company they are working, 35% of
the employee are neutral.
3) Please rate your satisfaction with employee benefits and policies of your
organization.
Page 40
Grievance handling
100%
90%
80%
70%
60%
50%
40%
30%
20%
10%
0%
Retirements benifits
Health care benefits
Leave of absence
Adequate information
on promotion
Salary review
Not at all
satisfied
Neither
satisfied
nor
dissatisfied
Very
satisfied
Job role
Interpretation:
Most of the employees are satisfied with all employee benefits and policies except about,
adequate information on promotion & Grievance handling.
4) In my work, I find it easy to apply the training I have received.
Strongly Disagree
Respondents
Percentage
0%
Page 41
Somewhat Disagree
26
26%
Neutral
21
21%
Somewhat Agree
42
42%
Strongly Agree
11
11%
TOTAL
100
100%
0%
11%
26%
Strongly Disagree
Somewhat
Disagree
Neutral
Somewhat Agree
42%
21%
Strongly Agree
Interpretation:
It is found that most of the employees agree that they find it is easy to apply the training
they have received. But 26% of the employees disagree with the statement.
5) There are opportunities available for me to develop new skills.
Strongly Disagree
Respondents
Percentage
0%
Page 42
Somewhat Disagree
5%
Neutral
14
14%
Somewhat Agree
58
58%
Strongly Agree
23
23%
TOTAL
100
100%
0% 5%
14%
23%
Strongly Disgree
Somewhat Agree
Neutral
Somewhat Agree
Strongly Agree
58%
Interpretation:
Most of the employees agree that there are opportunities are available for them to develop
new skills, 23% of the employees also think that there are less opportunities available for
them to develop new skills.
6) Multi-functional training is available for me.
Strongly Disagree
Respondents
Percentage
25
25%
Page 43
Somewhat Disagree
43
43%
Neutral
13
13%
Somewhat Agree
19
19%
Strongly Agree
0%
TOTAL
100
100%
0%
19%
25%
Strongly Disgree
Somewhat Agree
Neutral
13%
Somewhat Agree
Strongly Agree
43%
Interpretation:
It is found that most of the employees disagree with the above statement.
7) Overall, how satisfied are you with the training you received or your present job.
Very dissatisfied
Respondents
Percentage
0%
Page 44
Somewhat dissatisfied
27
27%
Neutral
20
20%
Somewhat satisfied
46
46%
Very satisfied
7%
Total
100
100
Very dissatisfied
7% 0%
27%
46%
Somewhat
Dissatisfied
Neutral
Somewhat satisfied
20%
Very satisfied
Interpretation:
It is found that most of the employees are somewhat satisfied with the training they are
receiving
8) I have opportunity for career development within (Company).
Strongly Disagree
Respondents
Percentage
11
11%
Page 45
Somewhat Disagree
6%
Neutral
22
22%
Somewhat Agree
44
44%
Strongly Agree
17
17%
TOTAL
100
100%
17%
11%
6%
Strongly Disgree
Somewhat Agree
Neutral
22%
Somewhat Agree
Strongly Agree
44%
Interpretation:
Most of the employees agree that they have opportunity for career development in the
company.
9) I am encouraged to take the initiative in determining my own career

development.
Respondents
Percentage
Page 46
Strongly Disagree
Somewhat Disagree
Neutral
Somewhat Agree
Strongly Agree
TOTAL
21%
Strongly Disgree
Somewhat Agree
43%
7%
0%
Neutral
Somewhat Agree
Strongly Agree
29%
Interpretation:
Most of the employees strongly agree that they are encouraged to take the initiative in
determining their own career development, some other also strongly disagree with the
above statement.
10) I have a good idea about the career opportunities open to me at (Company).
Respondents
Percentage
Page 47
Strongly Disagree
18
18%
Somewhat Disagree
0%
Neutral
9%
Somewhat Agree
46
46%
Strongly Agree
27
27%
TOTAL
100
100%
18%
Strongly Disgree
27%
0%
9%
Somewhat Agree
Neutral
Somewhat Agree
Strongly Agree
46%
Interpretation:
It is found that employees have good idea about the career opportunities open to them in
company.
11) Overall, how satisfied are you with your career development within (Company).
Respondents
Percentage
Page 48
Very dissatisfied
33
33%
Somewhat Dissatisfied
7%
Neutral
0%
Somewhat satisfied
47
47%
Very satisfied
13
13%
Total
100
100%
13%
Very dissatisfied
33%
Somewhat
Dissatisfied
Neutral
Somewhat
satisfied
47%
7%
0%
Very satisfied
Interpretation:
33% of the employees are found to be very dissatisfied with their career development in
the company & it is also found that most of the employees are satisfied with their career
in the company.
12) I have a good opinion on the human resource department in company.

Respondents
Percentage
Page 49
Strongly Disagree
5%
Somewhat Disagree
5%
Neutral
11
11%
Somewhat Agree
32
32%
Strongly Agree
47
47%
TOTAL
100
100%
5%
5%
11%
Strongly Disgree
Somewhat Agree
47%
Neutral
Somewhat Agree
32%
Strongly Agree
Interpretation:
It is found that most of the employees have good opinion on human resource department
in company.
13) Career planning and development program at Dr.Reddys laboratory helps to

identify the challenges of the job and prepares for future growth.
Page 50
Respondents
Percentage
Strongly Disagree
6%
Somewhat Disagree
0%
Neutral
6%
Somewhat Agree
53
53%
Strongly Agree
35
35%
TOTAL
100
100%
6% 0%
6%
Strongly Disgree
35%
Somewhat Agree
Neutral
Somewhat Agree
53%
Strongly Agree
Interpretation:
It is found that career planning and development program at Dr.Reddys laboratory is
helping employees a lot in identifying the challenges of the job and preparing them for
future growth.
14) How far you think your personal competencies are utilized.
Partly
Responders
12
Percentage
12%
Page 51
Reasonably
Fully
Neither
Total
35
53
0
100
0%
35%
53%
0%
100%
12%
53%
35%
Partly
Reasonably
Fully
Neither
Interpretation:
Though most of the employees opine that their personal competencies are fully utilized,
some others also think that their competencies are reasonable utilized.
Page 52
15) What is your opinion about the present career planning &development system of
the company?
Respondents
Percentage
Outstanding
17
17%
Good
33
33%
Average
6%
Poor
44
44%
Total
100
100%
6%
17%
Outstanding
Good
Average
44%
33%
Poor
Interpretation:
Though most of the employees opine that the present career planning & development
system followed by Dr.Reddys laboratory is average, some other also thinks it is
outstanding.
Page 53
SUGGESTIONS
The objectives of career planning & development are not clear to many. Before
career planning is performed the employees should be made aware of all the
objectives of the career planning & development.
Employees should be given opportunity to discuss freely about there career plan.
Many of the employees are not happy with the present designations so perhaps the
management should consider revising it again.
Training program for employees should be planned which suits the career
aspiration of the employee.
More efforts are to be made to find the personal competencies of the employees.
Interaction secessions are to be planned so that employees discuss freely about

their problems.
For any organization to grow it is necessary that the fresh people should be
brought into the organization and job rotation should be considered for the
existing employees so that they gain competence in different areas too.
Career planning for employees should be revised at regular intervals depending

on the employees performance.
Page 54
FINDINGS
Employees putting activities/tasks as goals.
Organization development is been given more importance than individual

development.
Employees competencies are utilized fully by the organization.
Most of the employees in this unit have more than 10years of experience within
this unit itself and who so not prefer any kind of transfers to other units, which
could be an inhibiting factor in their development.
Most of the employees are satisfied with their career development in this unit.
The company believes in spotting and developing leaders from with in. And as a
first step towards this, they have developed a leadership model. They are now
integrating talent management, and career and succession planning with the
Leadership Model, which plays a pivotal role in shaping their HR practices.
They believe that a satisfied employee is in a position to best delight the customer.
To generate greater employee satisfaction and service They have set up a
centralized Employee Services Team (EST) to effectively handle HR service
delivery model based on a SAP HR platform
Genuine mistakes are tolerated, intelligent risk-taking is encouraged and people

are empowered at DR.Reddys
Page 55

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REASEARCH METHODOLOGY

Research Methodology is a scientific and systematic way to solve research problems

The Research Process

Develop the research plan.

Collect the information.

Analyze the information.

Present the findings.

Make the decision

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METHODOLOGY OF THE STUDY

Need for the study:

Primary data sources:

Some of the columns being left blank by the employees

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companies, in an effort to consolidate their position, will have to increasingly look at

The future of the industry will be

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DR.REDDYS CORE PURPOSE:

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DR.REDDYS SOCIAL INITIATIVES:

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Child and Police (CAP) Project.

Livelihood Advancement Business School (LABS).

Small Grants Program.

Change Makers Club.

Micro Finance Entrepreneurs (MFE) Fellowship supports Program.

Branded Finished Dosage.

Generic Finished Dosage.

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Mr. Saumen Chakraborty:

2005: (Future Prospects)

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Drug Master File

ROW Rest of the World

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Abacavir Sulphate Anti Viral

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Dextromethorphan Anti Tussives

Diclofenac Sodium Anti Inflammatory

Bone Resorption Inhibitor

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Esomeprazole Mg Anti Ulcerant

Fexofenadine HCL Anti Histaminic

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Naproxen Sodium Anti Inflammatory

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Sulfamethoxazole Anti Bacterial

Terbutaline Sulfate Bronchodilator

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What company does exceptionally well?

What advantages company has?

What valuable assets and resources company has?

What do members or customers identify as company strengths?

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them. And as always, Dr. Reddys chose do it in the most difficult of

What could company do better?

What is company criticized for or receive complains about?

Where is company vulnerable?